Article Per Year (5 Year)
p-Index From 2021 - 2026
4.597
P-Index
This Author published in this journals
All Journal Journal of Educational, Health and Community Psychology Psikodimensia: Kajian Ilmiah Psikologi Biopsikososial: Jurnal Ilmiah Psikologi Fakultas Psikologi Universitas Mercubuana Jakarta Psikoislamedia : Jurnal Psikologi Jurnal Muara Ilmu Sosial, Humaniora, dan Seni Psibernetika Provitae: Jurnal Psikologi Pendidikan Jurnal Bakti Masyarakat Indonesia Prosiding Seri Seminar Nasional YASIN: Jurnal Pendidikan dan Sosial Budaya Jurnal Indonesia Sosial Sains AHKAM : Jurnal Hukum Islam dan Humaniora Priviet Social Sciences Journal IIJSE Jurnal Cendekia Ilmiah
Zamralita Zamralita
Fakultas Psikologi Universitas Tarumanagara
Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Biochemistry, Genetics & Molecular Biology Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Environmental Science Immunology & microbiology Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Neuroscience Physics Public Health Social Sciences Other

Published : 36 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 36 Documents
Search

 1   2   3   4 
Gambaran Burnout pada Karyawan Milenial di Jakarta Aginta Aprillia; Zamralita Zamralita; Ismoro Reza Prima Putra
AHKAM Vol 4 No 4 (2025): DESEMBER
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/ahkam.v4i4.8221

Abstract

The phenomenon of burnout is increasingly experienced by millennial employees working in major cities such as Jakarta in line with rising job demands, organizational dynamics, and the intense pressures of urban life. This study aimed to describe the level of burnout among millennial employees in Jakarta and to examine its dimensions based on the Burnout Assessment Tool (BAT) framework, which includes exhaustion, mental distance, cognitive impairment, and emotional impairment. A quantitative method with a descriptive design was employed, with a sample of 207 millennial employees working in Jakarta obtained through convenience sampling. Data were collected through an online survey using the Burnout Assessment Tool (BAT) developed by Schaufeli et al. (2020), consisting of 23 items with a Cronbach’s alpha reliability coefficient of 0.910, indicating good internal consistency. The results showed that the overall burnout level of millennial employees was in the moderate category (mean = 3.202; SD = 0.766), with exhaustion as the highest dimension (mean = 3.707) and mental distance as the lowest (mean = 2.660). These findings underscore that burnout is an issue requiring serious attention in the context of millennial employees in Jakarta, particularly in relation to the management of psychological well-being in urban work environments.
Hubungan Impostor Phenomenon dan Career Decision-Making Difficulties dengan Psychological Resilience sebagai Mediator pada Mahasiswa Tingkat Akhir Davina Veronica; Zamralita Zamralita; Ismoro Reza Prima
AHKAM Vol 4 No 4 (2025): DESEMBER
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/ahkam.v4i4.8320

Abstract

Final-year university students often face academic pressure, social demands, and career uncertainty that can trigger the impostor phenomenon (IP) and increase career decision-making difficulties (CDMD), while low psychological resilience (PR) may further weaken their ability to make career decisions. This study aimed to examine the relationship between IP and CDMD, the relationship of PR with both variables, and the mediating role of PR in the relationship between IP and CDMD among final-year students in Indonesia. A quantitative approach with a cross-sectional correlational design was employed, involving 201 final-year students selected through purposive sampling. The instruments used were the Clance Impostor Phenomenon Scale (CIPS), the Career Decision-Making Difficulties Questionnaire (CDDQ), and the Connor–Davidson Resilience Scale (CD-RISC). Data were analyzed using SPSS and Jamovi through assumption testing, descriptive statistics, Spearman correlations, linear regression, and the Sobel test. The results showed that IP was positively and significantly associated with CDMD, while PR was negatively and significantly associated with CDMD, and no significant relationship was found between IP and PR. Nevertheless, PR was found to be a significant mediator in the relationship between IP and CDMD through an indirect effect. These findings indicate that IP increases difficulties in career decision-making, whereas PR functions as a protective factor that attenuates this effect. The study underscores the importance of resilience-based intervention programs within career counseling services to help final-year students cope more adaptively with self-doubt and career uncertainty.
Understanding the dual structure of job stress challenge stress and hindrance stress among Gen Z workers Ignacia Callista; Zamralita Zamralita; Ismoro Reza Prima Putra
Priviet Social Sciences Journal Vol. 6 No. 5 (2026): May 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i5.1485

Abstract

Work-related stress has become a salient issue among Gen Z employees as they enter contemporary workplaces characterized by rapid changes, intensified performance demands, and continuous evaluations. Traditional approaches to occupational stress often conceptualize stress as uniformly negative, overlooking qualitative differences in how job demands are appraised. Drawing on the challenge-hindrance stress framework, this study aimed to provide a descriptive and exploratory overview of challenge and hindrance stress among Gen Z workers in Indonesia. A quantitative cross-sectional design was employed, involving 205 Gen Z employees from various organizational sectors. Data were collected through a self-administered online survey using the Challenge and Hindrance Self-Reported Stress Scale developed by Cavanaugh et al. Reliability analysis demonstrated satisfactory internal consistency, with Cronbach’s alphas of .806 and .721 for challenge and hindrance stress, respectively. The descriptive statistical analysis revealed that challenge stress had a higher mean score (M = 3.47, SD = 0.62), indicating a moderate to high level, whereas hindrance stress showed a lower mean score (M = 2.89, SD = 0.68), reflecting a low to moderate level. These findings suggest that Gen Z employees tend to appraise work-related demands more frequently as challenges that promote learning and growth rather than obstacles that hinder performance. Nonparametric difference testing further indicated that stress perceptions were largely homogeneous across most demographic variables, with education level emerging as the only factor significantly associated with stress. The findings support the relevance of the challenge-hindrance stress framework in understanding Gen Z’s work stress experiences and highlight the importance of promoting challenge stress while minimizing hindrance stress to foster sustainable performance and psychological well-being among young employees.
Digital well-being among Generation Z employees in Indonesia Margaretha Sabda Djaja; Zamralita Zamralita; Ismoro Reza Prima Putra
Priviet Social Sciences Journal Vol. 6 No. 5 (2026): May 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i5.1486

Abstract

Digital transformation has intensified the use of digital technologies in the workplace, raising concerns about employee well-being, particularly among Generation Z employees who are highly familiar with these technologies. This study aims to examine the level of digital well-being among Generation Z employees in digitalized work environments and investigate differences based on the duration of digital technology use. A quantitative, non-experimental survey design was employed. The participants consisted of 237 Generation Z employees in Indonesia aged 18-27 years, with a minimum of one year of work experience. The results indicated that the data were normally distributed and revealed significant differences in digital well-being levels based on the duration of digital technology use. Employees who reported longer durations of digital technology use tended to experience higher digital well-being. In contrast, demographic characteristics such as gender, educational level, work experience, and job position did not show significant differences in terms of digital well-being. These findings suggest that digital well-being is more strongly influenced by the patterns and duration of technology use than by demographic factors. This study concludes that the duration of digital technology use plays an important role in shaping the digital well-being of Generation Z employees. When managed adaptively and in a balanced manner, intensive technology use can support employees’ psychological and emotional well-being. Therefore, organizations and employees should promote healthy digital practices to sustain digital well-being in the digital work era.
The relationship between job resources and core self-evaluations and work engagement among Generation Z employees in Indonesia Nadya Isfahany Pasya; Zamralita Zamralita; Ismoro Reza Prima Prima
Priviet Social Sciences Journal Vol. 6 No. 5 (2026): May 2026
Publisher : Privietlab

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55942/pssj.v6i5.1516

Abstract

Work Engagement (WE) is a crucial indicator of employee motivation, psychological health, and productivity. In Generation Z, engagement levels are often influenced by dynamic work conditions and the need for greater organizational support. Previous research indicates that WE is related to external factors, such as job resources, and internal factors, such as personal resources, including Core Self-Evaluations (CSE). Job resources encompass job elements that help individuals achieve goals and reduce job demands, whereas CSE reflects an individual's positive self-evaluation of their abilities, control, and emotional stability. Although both variables have been extensively researched, a deeper understanding of how they relate to WE among Generation Z employees in Indonesia is required. This study aimed to examine the relationship between job resources, CSE, and WE among Generation Z employees. This study used a quantitative correlational approach. Participants were recruited through purposive sampling, with the criterion being that they were Generation Z employees actively working in Indonesia. Data collection was conducted through an online survey using the Job Resources Scale, developed based on the Job Demands–Resources (JD-R) framework and the Core Self-Evaluations Scale (CSES) by Judge et al. (2003), and the Utrecht WE Scale (UWES-9) by Schaufeli et al. (2002). All measurement instruments had good internal consistency (α > 0.700). The number of participants in this study was 214. The results showed that job resources have a positive and significant relationship with WE, meaning that the higher the support and resources employees perceive, the higher their WE. Furthermore, CSE also showed a positive and significant relationship with WE, although the strength of this relationship was lower than that of job resources. These findings align with Hobfoll’s (2001) Conservation of Resources (COR) theory, which emphasizes the importance of external and internal resources in shaping WE. This study is expected to provide new insights for organizations in designing strategies to strengthen work resources and develop personal resources to increase WE among Generation Z employees.
Hubungan Perencanaan Karir dengan Kesiapan Kerja pada Mahasiswa Tingkat Akhir Berpengalaman Magang Tjenita Young; Zamralita Zamralita; Ismoro Reza Prima Putra
YASIN Vol 6 No 1 (2026): FEBRUARI
Publisher : Lembaga Yasin AlSys

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58578/yasin.v6i1.8889

Abstract

Recent phenomena indicate that many final-year university students remain insufficiently prepared for the transition to the workforce despite having internship experience, underscoring the importance of internal factors such as career planning in shaping work readiness. This study aimed to examine the relationship between career planning and work readiness among final-year students with internship experience. A quantitative, non-experimental correlational design was employed, using purposive sampling to recruit 192 final-year students from various faculties who had completed an internship. The instruments used were a career planning scale adapted from Gould and a work readiness scale developed by Indah based on Pool and Sewell’s theory, with data collected online via a digital questionnaire. The analysis showed a significant positive relationship between career planning and work readiness, rs(190) = .59, p < .001, indicating that the higher the level of career planning possessed by students, the higher their work readiness. Thus, it can be concluded that the relationship between the two variables is more strongly influenced by internal factors than by demographic characteristics or internship experience, highlighting the importance of strengthening career planning in preparing students for the transition to the world of work.
Co-Authors Achmad Khalid Alfajar Ardjuna Aginta Aprillia Agita Presilia Aisyah Ning Asih Alvin Sanjaya Anastasia Putri Leleng Wilis Audry Carissa Dirk Aulia Rizki Amelia Christine Elisabeth Widyachandra Cindy Jacop Daniel Lie Daniel Lie Davina Veronica Dea Faustine Debora Basaria Debora Basaria Dinda Augest Brilianti Eunike Filia Christy Evelina Florensia Rudy Fransiska Xaveria Aryani FX Yanuar Sidharta Harvi Wahyu Putriadi Hilmma Hermawan Ignacia Callista Irene Irene Ismoro Reza Prima Ismoro Reza Prima Prima Ismoro Reza Prima Putra Ismoro Reza Prima Putra Ivana Kamilie Jessica Jessica Karissa Veren Katarina Linalera Serpara Kornelius Rio Laura Aurelia Austine Untung Liani Cynthia Margaretha Sabda Djaja Nadya Isfahany Pasya Octavianus Prabowo Patrick Nugroho Nicktow Putri Deviyeni Ray Caesarly Santosa Reza Fahlevi Reza Fahlevi Rian Pri Rismiyati E Koesma Rismiyati E. Koesma Rismiyati E. Koesma Rita Markus Idulfilastri Rita Markus Idulfilastri Rita Markus Idulfilastri Saraswati, Kiky Dwi Hapsari Sonia Halimatu Sa’diyah Tetty Rismiyati Tjenita Young Venesia Venesia Venesia Venesia Vivia Lee Yudhistira Victoria